We’ve been taught to believe that policies equal progress. That having a policy on anti-racism, inclusion, or equality means an organisation is “doing the work.” But for many of us and especially for ethnically diverse individuals that illusion shatters the moment we seek help, report harm, or simply try to be seen.
Recently, we’ve experienced first-hand what happens when institutions have policies on paper but no lived commitment to making them real.
From workplaces to schools, NHS services to police interactions, a common thread runs through our experiences:
- Staff aren’t inducted into EDI or anti-racism policies.
- HR departments are unaware of what those policies say or how they should be used.
- Line managers pass responsibility around like a hot potato “It’s someone else’s job.”
- There’s no training, no accountability, no safe process for those harmed by racism.
The Impact on Individuals:
Let’s be clear: racism in any form is traumatising. But racism that is minimised, ignored, or mishandled within systems that are supposed to protect you? That’s structural betrayal.
The consequences are devastating:
- Mental and emotional distress – anxiety, depression, isolation, and self-doubt.
- Physical health impacts – chronic stress, insomnia, and increased medical issues.
- Career damage – missed promotions, being labelled “difficult,” forced to leave jobs.
- Educational barriers – children misunderstood, punished for trauma responses, left behind.
- Mistrust in services – avoiding healthcare or the police out of fear of being re-traumatised.
Policies without practice are performative:
We need to stop mistaking policy for protection. Having a document in a drawer or on a website doesn’t make anyone safe. If your staff don’t know what your policies say, how can they uphold them? If there’s no training, no clarity, and no leadership modelling inclusive behaviour, the harm is inevitable and avoidable.
So, what can be done?
1. Organisations must do more than tick boxes.
Induction, refresher training, open dialogue, and regular accountability checks must be the norm.
2. Managers need training in anti-racist practice.
Delegating EDI to others isn’t leadership – it’s avoidance.
3. HR must understand the policies they’re meant to implement.
People in crisis shouldn’t have to educate the system they’re seeking help from.
4. Support should be proactive, not reactive.
Waiting until someone breaks down or takes legal action is not care – it’s crisis management.
We’re here – But we need your help:
We continue to support ethnically diverse individuals facing racism across sectors, ages, and roles. Often, we do this unpaid. Because we care. Because we know how it feels. Because we don’t want others to feel alone.
If you’ve been affected by racism in your workplace, your school, your doctor’s office, or by the police please know this:
You are not alone. What happened to you matters. And we are here to listen and support.
If you believe in this work and especially if you’re in a position to help – we are actively seeking:
- Individuals and organisations to sponsor our work.
- Partners who want to embed real, impactful anti-racism in their systems.
- Voices to join us in speaking up.
Let’s move from performative to transformative.
Need support? Contact us today. support@equalityanddiversity.co.uk
Want to sponsor or partner? Let’s talk.
Help us do this work – your contribution can change lives.